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0000 Introduction

0200 Roles & Responsibilities

0400 Affirmative Action

0600 Jurisdictional Classification

0800 Classification & Compensation

1000 Recruitment

1200 Examinations

1400 Eligible Lists

1600 Interviewing & Hiring

1800 Appointments

2000 Probation

2200 Separations & Leaves

2300 Reductions
in Force

2400 Training & Development

2600 Employee Services

2800 Automated Position and Personnel System

3000 Appendix


State Management Personnel Manual


1610 Responsibilities of the Personnel Officer


.110 Responsibilities

.111 The Personnel Officer has several major responsibilities in the interviewing and hiring process. The foremost responsibility is for maintaining the integrity of the process, that is, for ensuring that the interviewing and hiring process is well understood and supported through positive management and supervisory practices and conducted within the context of merit and fitness and Human Rights considerations and negotiated agreements. In addition, the Personnel Officer is responsible for coordinating the interview process and for re juiring and maintaining necessary reviewable records for ensuring that the hiring decision is properly documented.

.112 The Personnel Officer is responsible for ensuring that appro-priate training of management and supervisory staff takes place to support the integrity of the interview and hiring process. Working with appropriate organizational units, this could be accomplished through such approaches as formal training in interviewing techniques and by providing copies of "A Guide to Job Interviewing," [Note: this is no longer available.] N.Y.S. Department of Civil Service and other guideline materials. Particular attention should be paid to the legal and policy considerations (e.g. Civil Service requirements) and ways to ask questions so that they are in compliance with the Human Rights Law.

TM-6; 5/27/83

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